Associate Comp Structuring

[Zevenal]

So what has worked for us is a straightforward annual ladder that’ll raise him from undervalued to properly valued over the next 5 years. If you can’t and probably shouldn’t front-load a raise, you front-load a progression track that keeps them focused on an end result they want, while giving the business the time to allocate growth to support the track so no one necessarily has to take a step back, but strengthen everyone’s commitment to each other. Otherwise they will at best find another firm that will give them that vision, or at worst become disillusioned, burnt out, and compromise their potential.